Chapter-1
Introduction
MEANING AND ORIGIN OF BANK
Bank is a Latin word derived from
the word "Bancus" which refers to the bench on which the bankers
would keep their money and records.
Some people mark out its origin
to the French word "Banca" which refers to a bench for keeping,
lending and exchanging of money or coins in the market place by money lenders
and money changers.
The term banking was not in
existence before 1640, though the trend of safe-keeping and saving prospered in
the temple of Babylon
The term Bank was initially used
in Italy ; it had started in Italy in 12th
century as "public Bank". The first bank called Bank of Venice was
established in Venice
in 1157.
In the context of Nepal , the
system of granting loan was prevalent since a long time. In 14th
century, a class of people called "Tankadhari" used to exchange money
and provide loan. The Tejarath office used to provide loan to government
employees. But the banking in Nepal
has started in genuine sense with the established of Nepal Bank Limited in
1937.
Banks are among the most
important financial body in the economy and essential business in thousand of
local towns and cities. It is not an easy task to define the term bank. Though
some proficient have given their view which are as below:
According to Dr. H.L. Hart: -
"A Bank is one who, in the ordinary course of his business, receives money
which he pays by honoring cheque of person from whom or whose accounts
receives".
According to Prof. Kinley: -
"Bank is an establishment, which wakes to individuals such as advances of
money as may be required and safety made to and to which individuals entrust
money when and required by them for use".
Consequently, in conclusion, we
can say that the bank is the institute for the keeping, lending and exchange of
money. We can sum up the word bank in a distinct term "Financial
Supermarket".
INTRODUCTION OF NABIL BANK
It was established in 1984 as the
first joint venture bank of Nepal .
Its head office is in the capital Kathmandu . Initially,
the bank was started with investment of Dubai bank under the commercial bank
Act of Nepal. Currently, it is working jointly with the National Bank Limited
of Bangladesh .
The Bank has completed 16 years of its operation and has been able to earn a
fair amount of goodwill and confidence of Nepalese people specially for
providing prompt and efficient service.
At the beginning, it started its
operation with 30 employees at Kantipath, Kathmandu ,
now it employs 398 permanent employees in 12 branches in different parts of the
country.
Initially the Bank had started
its transaction with an authorized capital of 60 million rupees and paid up
capital of rupees 30 million. It has been running in profit from the first year
of its establishment.
Currently the bank had an
authorized capital of 500 million rupees of which rupees 261 million rupees is
issued capital and 261 million rupees is paid up capital. Of the total shares
of the Bank 50 percent is held by the National Bank Limited of Bangladesh . 20
Percent is held by the National Insurance Company, Employees Provident Fund and
Nepal Industrial Development Corporation and remaining 30 percent share is held
by the general public. The net profit for the year 1997 was 177 million rupees.
The main Sources of the Bank's income is interest on investment, commission and
discount, divided, foreign exchange and other non- operating incomes.
The Board of Directors consists
of 9 directors of whom 4 directors are from the National bank Limited ( Bangladesh ), 1
from the government, 2 from the general public, 1 from Nepal Rastra Bank and 1
from financial institutions. The Board is headed by a chairman who is selected
from among the 9 directors. Presently, the Member secretary of the Board is the
Chief of personnel and Administration Section.
Since the Bank is in operation as
per the Commercial Bank Act of Nepal, it has to follow its objectives. Thus,
the main objectives of the Bank are: to collect funds through deposits in
current, savings, and fixed accounts; to utilize the collected funds by
providing loans and increase investment in agriculture, industrial, irrigation,
power and other sectors are prioritized by the government; and to make foreign
exchange transaction.
The Bank is headed by an
Executive Director who is responsible and accountable to the Board of Director. Furthermore, there
is a Deputy Executive Director, a General Manager and an Assistant General
Manager. Two major departments of the Bank are Operational and Marketing and
Credit Departments. Personnel and administration Section has been operating
under the Operational Department headed by an Assistant General Manager.
Introduction of Nabil Bank in
Nepal
As the first joint venture bank
in Nepal, Nabil Bank Limited (Nabil) had inaugurated its operation in July 12,
1984. Dubai Bank Limited, Dubai (later acquired
by Emirates Bank International Limited, Dubai )
was the first joint venture partner of Nabil. Presently, NB international
Limited, Ireland
is the foreign partner.
Nabil Bank Limited had an
authorized name Nepal Arab Bank Limited till 31st December 2001.
Nabil is the pioneer in commencing many new products and marketing concept in
banking sector of Nepal
with 16 branches and 2 counters in all major cities. It is the only Bank having
its presence at Tribhuwan
International Airport Nepal . Nabil
endows with full range of services through its channels spread across the
country and reputed correspondent bank across the country and reputed
correspondent bank across the sphere. Achievement of Nabil is milestone in the
banking history of Nepal
it paved the way for establishment of many profit-making banks and financial
institutions. Nabil has popularity in market for it does highly personalize
service to its clients. Highly qualified and experienced management team
manages operations of the bank including day to day operations and risk
management. Bank is fully equipped with modern technology, which includes ATMs,
credit cards, state-of-art, world renowned software from infuses Technologies
System, Internet banking system and Tele-banking system.
Today Nabil bank has turn out to
be a boss in terms of bringing the very best global standard banking practices,
products and services to the kingdom. Presently, it is operating with a mission
to be bank of first preference to its stakeholders; first preference to its
customers in meeting their financial needs; first choice for its shareholders
to do the investment; for regulators, it wants to be an instance of model bank;
for the public it works, it want to become an exceptional corporate citizen;
and finally it target to be the first preference to be the employer with whom
to construct a career. Nabil is a complete service bank providing an entire
range of products and services, starting with deposit accounts in local and
foreign currency, visa and Master Card denominated in rupees and dollars, Visa
Electron debit cards, Personal Lending products for Auto, Home and personal
loans, trade Finance products, Treasury Services and corporate loans, Trade
finance products, Treasury services and corporate financing. Nabil is a bank
aimed to provide entire range of financial services and corporate financing.
Nabil is a bank aimed to provide entire range of financial services to its
clienteles. So it is bank with a aphorism “Your
Bank at your Service”.
More about Nabil Bank Limited Nepal
Nabil is not only the innovative
in launching the modern banking and new products in Nepal, rather it is also
the first to introduce the consortium finance and has had right of rendering
comprehensive services including trade finance to leading government
institutions services including trade finance to leading government
institutions like Nepal Telecommunication Corporation, Nepal Electricity
Authority, Nepal Oil Corporation, Nepal Television, Water Supply and the Royal
Nepalese Army. By virtue of the array of service provided by Nabil and its
potency in the market, it is also the significant player in financing entities
involved in various infrastructure projects. It is the major performer in
facilitating import export activities with modern and efficient trade finance
and international trade support service, to large multinational as well as
established business conglomerates in the privet sector. Nabil bank rank among
the top three financial institutions in Nepal
in terms of its market share of handing Nepal ’s Agencies, Non Government
Organization, Embassies and consulates in the national. Nabil is the pioneer to
introduce the master card to Nepalese market in Nepalese rupees and US dollar
and now it also issues the Visa Card and Visa Electron. The growing network ATM
facilities are also available to its account holders. Debit Card with PIN
numbers are issued to enable customers to avail of 24 hours ATM conveniences.
Nabil has 190 corresponding banking relationship and has drawing arrangement
with bank in 47 countries. Major correspondent's bank includes Dresdner, CITI,
ABN, AMRO, HSBC, Danske,Bank of Tokyo-Mitsubishi, Standard Chartered, EBIL,
UBAF, Comers, American Express etc. Nabil is only the principle agent bank in Nepal of
western union financial services and facilities transfer of funds, through an
online computer system, instantly to or from more than 170000 locations in 96
countries. Likewise it is also enjoying the membership of SWIFT.
PROFILE OF NABIL BANK
We are the sole bankers to the
World Bank, Asian Development Bank, South Asian Association for regional
cooperation and a large number of diplomatic mission including Belgium
Consulate, US Embassy, Danish Embassy, Japanese Embassy, Embassy of republic of Korea
We have not restricted ourselves
only in big organization. Our direct/indirect presence is very much felt in
rural sector deprived community as well. For your kink information our total
finance in deprived and priority sector until April 2003 is over Rs.1, 185
million which is dispersed through various poverty alleviation organizations
like Rural Microfinance Development Centre, Depose Bank, Small farmers
Development Bank etc. and in bank’s individual capacity.
We have also Participated in
equity finance of
NIRDHAN Rural Development
Bank, Rural micro Finance Dev .Center, Depose
Bank.
The Capital resources and shareholders of Nabil bank limited
The total Authorized capital of
Nabil Bank limited Nepal
is Rs500 Millions .The Paid up capital
is of Rs 492 Millions.
Authorized
capital
|
Rs 500 Million
|
Issued Capital
|
Rs 492
Million
|
Paid up capital
|
Rs 492 Million
|
(4,916,544 Share Of
Rs 100 each)
|
Table: The capital resource Of
Nabil Bank Limited
In the contest Of Shareholders; Nb International Limited; Leland Owes 50/ Of The
total share; Nepalese Public Owes 30/ Of The
Total share; Nepal Industrial
Development Corporation Constitutes 10/
Of the Total Share; Rastriya Beema Sansthan Constitutes 9.67/ Of The
total Share And Nepal
Stock Exchange Limited Owes 0.33/ Of the total Share.
NABIL Bank services
- SWIFT
With SWIFT we
are in a position to offer you efficient service for transfer of funds in and
out of Nepal .
SWIFT is the intranet for the banks assisting them in global messaging within
the financial industry with 150 countries connected to its network.
- ABBS
Anywhere branch
banking service (ABBS) enables us to offer you services of cash related
transaction from any of our valley branches which enables you to withdraw and
deposit cash from any branch within the valley.
- TELEBANKING
Under this
facility, your account balance is on your fingertips. By dialing 4220627 or
4227181 Ext. 261 you can avail the current available balance in your account
upon identifying your password. This service is currently being offered from
our main banking branch at Kantipath and Kamaladi.
- SOFTWARE
Nabil bank has acquired
the banking software "FINACLE" from the best IT company: Infuses
Corporation. After successful test run of this software
- ATM
We are pleased
to inform you that we are providing ATM service where you can draw money at any
time round the clock.
- Inward/
Outward Remittance
As a result of
our widespread correspondent bank network, all inward remittances routed
through them, ensure prompt receipt of funds in Kathmandu .
Similarly, outward remittances of funds to countries where our correspondent
banks are established would be transmitted instantly. Inward remittance service
shall be provided without any fee for you esteemed organization.
- Remittance
within
For fund
transfer to important locations in the country, we have our own branches at
Biratnagar, Ithari, Birgunj, Alau, Butal, Bhairahawa, Bhalwadi, Pokhjara and
Nepalgunj. These transfers will be affected with nominal charges.
- Statements of
Account
The statement of
your account will be made available to you on the day, following the month end
free of cost. Should you however, require weekly, fortnightly statement. We
will be pleased to arrange the same.
- Marketing and
Services
Highly
personalized service is one of out prominent features in client relationship.
It is this philosophy that has helped NABIL to its present position.
10. Credit Cards
For your
information, we are servicing Master Card, Visa Card and Diners Club Cards. We
are issuing our own Master Card (Nabil Master Card) & Visa Card (Nabil Visa
Card) which could be used worldwide or locally. Considering the demand of our
valued customers, we have under the permission of Nepal Rastra Bank, commenced
issuing international credit card, valid worldwide. to the Nepalese citizen against
the passport facility and NRB permit at reasonable fees.
- Staff Account
We will be
pleased to open saving/current account for your individual staff. Nabil Bank is
the first bank in the country to operate Retirement Fund as per the income Tax
Act 2058.
- Issuance of Traveler's Cheques
We will issue
Traveler's Cheques to your personnel.
- Special
Exchange Rates
We are in a
position to offer you very competitive exchange rates. Please also note that we
apply direct (international) cross rates for all foreign currency transactions
so that there is no exchange loss for our valued customers.
- Consolidated Billing for
telecommunication Service
Nabil Bank and
Nepal Telecommunication Corporation (NTC) have entered into an agreement to
facilitate payment of telecommunication bills in most efficient manner at our
counter.
We shall be
happy to offer you this service.
Total investment
in this sector as equity participation is Rs.16.6 million
Key features
-
The bank's core capital has reached Rs.1.535 million as
of 16 July 2003
- Our capital adequacy ratio is 14.77% as at July 2002
against the statutory minimum requirement of 9%
- First joint venture bank, commenced operations in Nepal in 1984
& presently spread over 17 locations, the highest amongst all joint venture
banks.
-
The only joint venture bank, which has its own
properties in Kathmandu and Biratnagar.
- Nabil's record of profitability and rewarding the
shareholders is unique. Initial capital Rs.30 million which has over the year
of profitable working, increased to Rs.492.8 million by way of Capitalization
of profits in the form of bonus shares.
- The bank is being professionally managed with its Chief
Executive Officer having extensive banking experience with International banks
supported by highly motivated and qualified management staff.
- Over the years, Nabil has had the privilege to render
comprehensive banking services (including Import Letters of Credit and other
facilities) to the lending Government institutions like Nepal Telecommunication
Corporation, Nepal Electricity Authority, Nepal Oil Corporation, Nepal
Television and Nepal Water Supply Corporation etc.
- NABIL is the first joint venture bank, which issues
Master Cards which could be used locally or world wide. Visa cards are also
issued for the convenience of the clients. This is a welcome to financial
recognition by the international finance community.
- Once again NABIL is the only joint venture bank which
has service counters at Tribhuwan
International Airport
Five values
Customer focused
Innovative
Synergistic Team
professional
Result Oriented
Purpose or objective of field work
The field work assignment has
some specific purpose. They are as follows- :
v
Expose students to business or social reality by
providing them the opportunity to get first – hand information and actual
knowledge about the working of an organization; a system, or a situation
v
Promote student- centered learning by
encouraging them to take the initiative to become self- directed learners and
thinkers.
v
Provide opportunity to student to work on those
issues or problems, which are of particular interest to them.
v
Develop interpersonal and communication skills
by encouraging students to interact with the practitioners.
v
Develop data- processing and report- writing
skills to explore, analyze, and describe a business situation or a social
phenomenon.
Things involved in fieldwork
Ø
Selecting a relevant topic or issue for study.
Ø
Locating the sources of information.
Ø
Extracting the relevant information from these
sources.
Ø
Identifying the various dimensions of the
problem or issues.
Ø
Organizing and analyzing the data effectively.
Ø
Drawing conclusion
LIMITATION OF FIELDS WORK
The study gives only brief
information about the subject i.e. motivating factor of NABIL BANK LIMITED. The
study consists of motivating factor motivating and its importance, but it does not
consists other sector NABIL BANK LIMITED. The analysis is entirely based on the
data available regarding the topic. Therefore the theoretical aspects regarding
the topic is done with the help of books.
AREA OF STUDY:
Preparing any kind of report,
subject matter of the study is a must. It must relate to the topic chosen for
preparing the report. For this, the topic the researcher chosen is training and
development of the human resource and policies and of Nabil Bank Ltd. The
reason behind selecting this topic is that training and development is very
important element in any organization. The training and development program
helps to smooth operation of the company by creating a professional atmosphere
by hiring and recruiting able manpower for training and placement and
managerial with already existing employees.
So to perform the duties
effectively, successful candidates placed on the jobs need training. It is not
only the workers who need training. Supervisors managers and executives also
need to be developed in order to enable them to grow and acquire maturity of
thought and action. Training and development constitute an ongoing process in
any organization. A formal definition of training and development is it is any
attempt to improve current or further employee performance by increasing an
employee's ability to perform through learning, usually by changing the
employee's attitude or increasing his or her skill and knowledge. The need for training
and development is determined by the employee's performance deficiency computed
follows:
Training and development need=
Standard performance- Actual performance.
Traditionally, training was not
recognized as a means of identifying and solving problems related to the
initiation of changes in work methods and of taking responsibility for
quantity. It had a more immediate concern and was associated with improving the
knowledge and skill of non-managerial employees in their jobs. Development, on
the other hand, was seen as an activity normally associated with managers with
the future family in mind. However, with the development of the new HRM
practices accompanied by the environmental changes of the 1990s, both training
and development have been seen as necessary components in the organizational
learning process to cope with the new circumstances. It would be sensible to
regard training and development as interactive, each complementing the other.
What is for the organization is to produce a plan of human resource development
(i.e. training and development) linked to the employee resourching plan (i.e.
selection) and the organization's objectives. Thus, training and development of
employees is not an option, it is intrinsic part of the practice of HRM.
Objectives of training and
development programs include:
-
to provide initial training to enter on a job or
position,
- to upgrade employees' skills and knowledge to work in a
changed work process and position, and
- to qualify employees for added responsibilities and
challenges for a higher position.
Training and development programs
help remove performance deficiencies in employees. This is particularly true
when-
-
the deficiency is caused by a lack of ability rather than a lack of motivation
to
perform,
- the
individuals involved have the aptitude and motivation need to learn to do
the job better,
- supervisors and peers are supportive of the desired
behaviors,
There is greater stability,
flexibility, and capacity for growth in an organization. Training contributes
to employee stability in at least two ways. Employees become efficient after
undergoing training.
Issue to be addressed/ questions
to be answered
The problems may result due to
the competition in market, lack of competent people, lack of computerized
system, time factors etc. So, there is a great need of improvement in
management, personnel, awareness of need, technology, effective utilization of
human resource plans and policies, strong future plans and utilization of key
strategic to decision making.
- Systematic manpower is lacking i.e. recruitment is
not based on assessment of manpower needs.
- Employees have no motivation for performance
improvements minimum efforts are put into survive in the job.
- Promotion opportunities are limited. Employees get
promoted as and when necessary. Promotion prospects are limited.
- Inadequate attention prospects are limited.
- Inadequate attention to strengthening the formal
training set-up.
Need Of study:
Training is necessary both for
existing and new employees. It increases the skill of the employees. New
machines, new tools, new methods and need for increasing the productivity make
training still more important. The starting point of all training id
determining training needs. Training program, training methods and course
contents are to be planned on the basis of training needs. Training needs are
those aspects necessary to perform the job in an organization in which
employees is looking attitude, knowledge and skill, Thus, Training needs = Job and organization
requirement - Employees specification.
Training needs are usually based
on organization's need, the type of work that is to be done, and the type of
skills necessary to complete the work. More obviously, training needs relate
directly to productivity- inadequate job performance or a drop in productivity.
It is now increasing realized
that the employees' training and development is not only beneficial to the
employees but it is also beneficial to the employer. The skilled employees
become the assets of any company, whereas the unskilled employees represent the
liability of it. The skilled employees are more effective and efficient, and
their presence leads to the better understanding and good industrial relation.
Similarly, this study would also
be important for various institutions and the researchers who are in want of
information regarding this topic. Lastly, the need of the study is felt because
actual scenario of training and development in working class is very much
essential for government to formulate plans and programs for the development of
this sector.
Organization of Study:
The exact and valuable result is
acquired adopting appropriate methodology refers to the various sequential
steps that are adopted in the study, It is therefore to analyze the training
and development of Nabil Bank Limited this part has been designed to throw
light on and analyzing procedure.
This part is divided into
different sub headings such as Research design, method and procedures used in
this study. The study is mainly based on conclusions oriented to fulfillment of
the particular objectives of training and development, its causes and impact on
Nabil Bank Limited.
Research Design:
This study has been conducted
with a view to provide various information on training and development such as
level education among workers, status, male and female, training and
development and productivity, perception of skilled employees towards
management, motivation towards training and development, awareness towards
training and development, management commitment towards training and
development of employees. Hence, to collect the data and fulfill proposed
objectives research designs for the study have been designated as field study
and description type.
Data Collection Procedure:
Interviewing: The data is
collected mainly by interviewing the personnel of Nabil
Bank Limited. Also, trainees were
interviewed by the researcher.
Observation: Another major means of data collection was
done by observations of current operations Nabil Bank Limited, training and
development activities and employees perception regarding training and
development.
Literature Survey: One very
important procedure applied by the researcher is the literature survey in which
the researcher gone through the various text books reference materials.
Sources Of Data:
Collection of data means the methods that are
used for getting the necessary information from the units under investigation.
For any investigation, the collection of the data is indispensable. The data
can be from different sources. Both the primary and secondary data have been
used for the purpose of research study. The are understated briefly.
Primary Source:
The needed primary data is collected from direct
observation and interviews with the trainee and employees of National
Technologies.
Secondary Source:
Secondary data have been collected from various
books magazines, journals and websites.
Meaning and Concept of Motivation
The term motivation has been
derived from the word motive which means the urge to do or not to do something.
It can be viewed as an internal force that directs people to act in particular
way to satisfy a particular need. Motivation is goal directed behavior. The
goal is to satisfy a need. Hence a motivation is an inner state that energies,
activates and directs behavior toward organizational goals. In the word of
koontz and weihrich; "Motivation is a general term applying to the entire
class of drives, desire needs, wishes and similar forces."
According to Delton McFarland;
"The concept of motivation is mainly psychological. It Relates to those
forces operating within the individual employee or subordinate which impel him
to act in certain ways."
We can define motivation as the
act of inspiring subordinates to work hard and to achieve their predetermined
goals or willingness to do something in order to achieve the goals of the
organizational. It is one of the important factors affecting human behavior. It
is motivation, that energies the behavior of people and directs it towards
attaining some goal. The motivation process begins with needs or deficiency.
For example; in an organization, a worker may feel the need to earn a higher
salary. This particular need is satisfied by certain behavior. Hence, in
response to this need or deficiency the worker searches for ways to satisfy it,
such as working harder to try to earn a raise or seeking a new job. Next, he
chooses an option to pursue. After carrying out the chosen option – working
harder for reasonable period of time then evaluates his success. If his hard
work resulted in pay raise, he will feel satisfied and continue to work hard.
If no pay raise, he is likely to try another option.
A Knowledge about the theories of
motivation, though useful, is not enough to motivate employees at work
situations. An human resource manager must know the specific ways which could
help him /her motivate his/her subordinates. It goes to the credit of HRM that
it has several readymade techniques and programmed that can be used by the
manager. The more important among them, namely, rewards, job enrichment and job
rotation, behavior modification, empowerment, goal setting, quality of work
life. And others.
IMPORTANT OF MOTIVATION
Individual performance is
generally determined by three things; motivation (desire to work), ability (the
capability to do the job), and the work environment (he tools, materials and
information need to do the job).Thus, if a worker is to achieve high levels of
work performance, he must posses a high level of desire and ability to do the
and proper materials, equipment and processes to help him to do so. It is the
responsibility of the managers top ensure that all three essential ingredients
are appropriately available to the worker. If the worker lack ability the
manager can provide training or replace the worker. If there is an
environmental problem, the manager can make adjustments to promote higher
performance. Similarly, if the worker lacks the will to do the job, the manager
is required to provide the missing motivation. Without willingness, ability to
work and environmental forces are of no use. Thus, motivation is important
because its significance as a determinant of performance without which
organizational goals are difficult to achieve effectively. The others
importance are; higher productivity, utilization of factor of production,
willingness to work, low employee turnover and absenteeism, acceptance of
organizational changes, realizing organizational goals.
MOTIVATING FACTOR
Ø
TRAINING AND DEVELOPMENT:-
NABIL has a separate training
unit. The Bank has been providing in the execution and operational aspects to
its employees. For newly appointed employees, personnel and Administrative
Section chief will provide and orientation programmed to introduce them on
banking operations. The training needs are identified on the basis of the
results of performance evaluation and other operational measures. Furthermore,
the Bank is sending some participants to attend locally organized training programmers
conducted by Banker's Training Centre and the Management Association of Nepal.
Ø
PROMOTION AND TRANSFER:-
Since the Bank has the principle
of managing the organization based on corporate culture, employee promotion is
based on the critical job elements and experience. From the junior to an
assistant level, promotion is based on the result of per formation, evolution. Similarly,
there is a system of file promotion from the junior assistant level to assistant
and seniors levels. In case of repeated substandard performance of an employee,
he or she will be dismissed from Bank service.
As per the rules of the Bank, an
employee cannot work in an office for more than 12 years continuously. Thus,
after 2 years of service, he or she should be transferred to another job or
office.
Ø
SALARY, ALLOWANCES AND OTHER BENEFITS:-
Salaries and
allowance of directors would be as per specifications in the Technical Services
Agreement of the Bank. Although the Bank has a basic pay rate for employee, the
individual pay level of an employee may differ significantly due to its systems
of performance related increment system. In principle, the salary of an individual
employee is confidential. Normally, the pay level of an employee is higher
compared to other government banks. In addition to their pay levels, employee
receive bonus as per rules of Commercial Bank Act. There are provisions such as
medical allowance, insurance, group insurance, accident insurance, allowance
for children's
education,
transportation benefits and Prevent fund. In addition, employee are getting a
house lone equal to the gross salary of 72 months. The maximum limit of house
lone 12 lakh rupees. as per profit and loss account of the Bank, total
personnel expenditure was 84.4 million rupees in the year 1996/97. Normally,
employees are getting competitive salary and allowances similar to the
counterpart banks.
Ø
EMPLOYEE RELATIONS:-
Since 1990
employee have formed a union which is working in co-optation with the bank's
management. Till now, except for a case of threatening, no strike has occurred
in the Bank. One of the main reasons of such relation between management and
union is that there is no barrier of inter and intra departmental communication
and information. Any employee can ventilate his or her grievance directly to
the line manager or the GM or the ED without any complication. Management is always
ready to listen employee's problems without any prejudice or bias. The union is
completely non-political and just works for the welfare of the employees and
the Bank.
Ø
PERFORMANCE MANAGEMENT AND APPRAISAL:-
From head office
to the branch offices there are operational norms and standards of performance
which usually guide performance behavior of the employees in the Bank. Line
managers are free to provide their suggestions, ideas on future plans to the
General Manager and to the ED without any hesitation. Bank is operating
completely with business policies and all promoted from the junior assistant
level, all line managers are already exposed to performance management problems
and attitude of the junior level employees. Branch offices have good
communication and information linkage with head office. The head office has
given enough authority for approval and disapproved to the branch offices to
encourage decision making at the local level.
Ø
JOB DESIGN: -
Employees argue
that jobs in the Bank are challenging and will remain challenging in the
future. The belief system of the bank management is that, if they can utilize
the capacity of employees, they can get opportunities in the market. Every employee
feels that his or her job is challenging for their future. He or she never left
office room without any job related reason. Very few barriers prevail to job
performance. Employees feel that the present job leads to a desirable future.
It means they have very high growth needs and less dissatisfied with the
present pay level. The overall quality of work life on job related matters,
such as job variety, difficulty, challenges, pay and allowances, is moderately
satisfactory.
Motivation alternatives
As we have
maintained above there are several alternative for motivation employees. They
are as follows-:
ü
Training and development.
ü
Promotion and transfer.
ü
Salary, allowances and other benefits.
ü
Employee relation.
ü
Performance management and appraisal.
ü
Job design.
Factors to be consider in choosing among
motivating alternatives-:
First of all
motivation is goal directed behavior, the goal is to satisfy a need. Hence,
motivation is important thing through which organization can achieve their
goal. Different employees have their different need. Hence motivating
alternative is different to different employee. For example if one girl work in
Biratnagar and she got married with a person who lives in Kathmandu then her
first priority goes to promotion and transfer. But there is one common
alternative among all alternative that is salary, allowances and other
benefits. However an organization can achieve its goal only when it can satisfy
the employee needs.
Data
presentation and analysis
Facts related to motivation of NABIL bank
with other bank
NABIL has a
separate training unit. The Bank has been providing in the execution and
operational aspects to its employees. Further more, the Bank is sending some
participants to attend locally organized training programmers conducted by
Banker's Training Centre and the Management Association of Nepal. Other bank
such as laxmi bank, kumari bank, bank of Kathmandu
have different way to provide training to the employees. As more there is a
system of file promotion from the junior assistant level to the assistant and
senior levels. In case of repeated substandard performance of an employee, he
or she will be dismissed from Bank service. Salaries and allowances of
directors would be as per specification in the Technical Service Agreement of
the Bank. Although the Bank has a basic pay rate for employees, the individual
pay level of an employee may differ significantly due to its system of performance
related increment system. Since 1990 employees have formed union which is
working in co-operation with the bank's management.
Till now, except
for a case of threatening, no strike has occurred in the Bank.
From head office
to the branch offices there are operational norms and standards of performance
which usually guide performance behavior of the employees in the Bank. Line
managers are free to provide their suggestions, ideas on future plans to the
General Manager and to the ED without any hesitation. Bank is operating
completely with business policies and all promoted from the junior assistant
level, all line managers are already exposed to performance management problems
and attitudes of the junior level employees. Hence NABIL bank has its own way
to motivate the employees.
CHAPATER- 3
Summary, Conclusion and Recommendation
Summary:
Industries and business
enterprises are very essential for the improvement of economic development of
any country and training and development is the prerequisite for the
development of industries. Nepal
is also making a humble effort to industrialize the economy.
The researcher has done research
in motivation provided by Nabil Bank Limited and development. The researcher
has come up with the report. The report can be visualized in the following:
The preliminary part consists of
title page, acknowledgement, and table of content. Part one consists of the
following information.
-
The researcher has introduced Nabil Bank Limited
introduction to motivation.
-
The researcher has stated problems.
-
This part also includes objective of study, need of
study and organization of study.
Part three consists of summary,
conclusion and recommendation. Conclusion indicates what the collected data in
presentation and analysis part displays. Recommendation part consists of
suggestions from the researcher which is to be done for benefit of the
organization.
Conclusion: -
As we know that,
commercial bank has to play major roles in the development of the country. NBL
formerly NEPAL ARAB BANK LIMITED, is the first joint venture commercials bank
in Nepal .
It was incorporated in 1984. Since its operation, NABIL has always followed the
concept of 'customer, the king of the market'.
As we know that
motivation is the act of inspiring subordinates to work hard and to achieve
their predetermined goals or willingness to do something in order to achieve
the goals of the organizational. It is motivation, that energies the behavior
of people and directs it towards attaining some goal.
But in practical
there are some weakness in the human resource management polices and practices.
For instance, although
the bank has sound pay and benefit package, employs turn over still exists at
the rate of about 5 percent per annum. Most of them are joining other joint
venture banks.
bank management
is fairly successful in maintaining corporate culture and developing
operational responsibility and authority to the line managers, however managers
further need training on the behavior improvement and participatory management
styles.
RECOMMENDATION AND SUGGESTION
Through the
motivation appraisal provided by Nabil is good, but there are still major, if
applied can bring better results for NBL they are as follows-:
v
Training and promotion should be given to the
staffs. This helps in putting right man in the right job.
v
It is necessary to ensure that the training
program for which the employees is being sponsered is likely to be of great use
and its should include performance appraisal reports, periodic training need,
manpower plans and promotional decisions.
v
The account of facilities should be increase and
the bonus provided should be according to the profit made by the organization.
v
Employee relation is an indicator of sound
position any organization therefore the management of Nabil bank limited should
maintain the good employee relation.
BIBLOGRAPHY
o
Dr. govinda ram
agarwal ( organization management )
o
Howard
K.Wolf, P.R. Pant, social science research and thesis writing
